In the context of present-day developments, the significance of organizational culture in establishing an appropriate working environment cannot be underestimated. In this regard, it is crucial to take into consideration the perspectives and interests of both employees and managers. In general, seven dimensions of organizational culture could be defined. They are determined to create something innovative and courageous to take risks, special attention to detail, focus on the results, set aims, and people orientation. Other features involve orientation on the team, ability to compete, and stability.
From the perspective of employees, it is extremely important to adhere to people orientation, as they tend to perform their duties better in case they feel comfortable while communicating with colleagues. As a result, it contributes to elaborating creative ideas, as people are not afraid of presenting their innovative ideas. Furthermore, employees appreciate stability, which is beneficial for fulfilling their own interests and guaranteeing a decent future for themselves and their families. Both these aspects lead to a comfortable atmosphere among employees, and this fact encourages them to do their best.
As for the side of managers, they are more likely to appreciate the outcome orientations. Managers have to report the results of all the staff members and are responsible for them to some extent, and this fact has a considerable impact on their decision-making. For this reason, they are extremely interested in achieving the goals of companies and implementing new ways of motivating employees and improving their skills. However, this aspect may influence managers both negatively and positively. On the one hand, it implies more stress, and occasionally, they become extremely strict in relation to workers. On the other hand, the outcome orientation stimulates them to find more effective and creative solutions for the tasks.